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How to Spot a Pseudo Team and What to Do About It 

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My Experience with a Pseudo Team

Frustrated leader of a pseudo team sitting in front of her computer in an office

I've been there. The late-night meetings, the lack of progress, the frustration boiling over. All because of ineffective teams.

Today, it’s re-playing in my head.  

I'm leading 20+ teams, most of whom are motivated, engaged, and cooperative.  

But one is a completely different story.  

This is a group of individuals who, despite their best intentions, can't seem to get it together. 

After months of fruitless meetings, I reach my breaking point. I'm done with the pretense. This was no team at all. Tired of the constant complaining and the lack of tangible results.  

In a moment of frustration, I declare I’m no longer attending remaining meetings and challenge the team to self-organize.  

That decision would change the trajectory of the team and, ultimately, my own leadership journey.  

Driving home that evening, temporary relief melted into regret and a keen realization of the error of my ways. By abdicating my leadership role, I sank the team into further chaos.  

This experience was a harsh lesson, but it ignited a spark within me. I was determined to become a better leader, one who could lead and navigate great teams and challenging teams.  

And so, my leadership development journey began.  

I learned many lessons from that quality failure but two of them remain with me to this day: 

  1. Personal Growth Fuels Team Growth: To inspire and lead an effective team, you must first grow as a leader. 
  2. Purpose Drives Performance: A team without a clear, compelling purpose is destined to flounder. 


A Pervasive Problem 

I didn’t know it at the time but that team was actually a pseudo team. Not the only one I’ve been a part of either. These team challenges I faced are far from unique.  

 

In education and nonprofits, team dysfunction is a common issue. Whether it’s a PLC (Professional learning Community), a leadership team at the school or central office level, or a nonprofit board, the pseudo team struggle is real!  

 

And emerging and mid-level managers are the ones who bear the brunt of this persistent problem. 

I recently came across an article published by the Center for Creative Leadership that reinforced this idea. A staggering 3 out of 5 top challenges faced by frontline and mid-level leaders relate to people and teams. On top of that, 58% of managers report they need more training in people management to effectively lead teams. 

Pseudo team arguing over data

Before diving into the intricacies of pseudo and real teams and what leaders can do about them, it's essential to define what we mean by 'teams' in a workplace context. 

What is a Team, Really?

We often use the term "team" loosely to describe any group of people working together. However, true teams are more than just a collection of individuals.  

Most of the definitions I came across have a common understanding: A team is typically characterized as a group of individuals working collaboratively towards a common goal.  

However, the effectiveness of that collaboration can vary dramatically.  

They're a cohesive unit with a shared purpose, strong communication, and mutual accountability. 

Other definitions go beyond shared objectives to include interdependence, clearly defined roles, autonomy in task-related work, and active and regular communication. 

The Illusion of Teamwork

Masquerade mask

Pseudo teams may appear to be collaborative but often lack the essential components that define effective teamwork.

These groups may meet frequently and engage in discussions, yet their interactions are superficial, lack genuine connection, and don’t translate to lasting positive change for stakeholders. 

They're masquerading as teams but lack the essential elements of true teamwork. Dancing to different rhythms, working independently rather than collaboratively.  

Red Flags to Spot Pseudo Teams

There are several tell-tale signs that indicate pseudo teaming. Use these 7 red flags to spot pseudo teams in your organization.

Limited Collaboration: Team members work in silos, failing to leverage each other's strengths and insights. They may get work done individually but there’s no vital interdependence. 

Conflict Avoidance: This one is big! Everyone sees the elephant in the room, but no one will speak up (beyond the breakroom and parking lot, of course). Tension is ignored rather than addressed, fostering increasing resentment and disengagement. 

Low Trust: A lack of trust erodes team morale and hinders effective teamwork. Members do not feel safe sharing ideas or concerns.  

Lack of Shared Purpose: Team members have no shared purpose to keep the team aligned, motivated, and on track. 

Lack of Shared Goals: Team members may have individual objectives and goals, but no one knows how they connect or how what they do fits within the broader vision of the organization.  

Poor Communication: Minimal and ineffective communication hinders progress and collaboration. People don’t respond to emails and if they do, it only happens after repeated pleas to do so. 

Minimal Accountability: Individuals prioritize personal agendas over team goals. There’s no accountability measures and process in place to foster mutual responsibility.  

High-Cost Teams

The consequences of pseudo teams are far-reaching, both to individual team members, the organization at large, and the stakeholders they serve.

CONSEQUENCE #1

Decreased Productivity and Efficiency: Without a shared vision and collaborative effort, teams struggle to achieve their goals. 

CONSEQUENCE #2

Diminished Morale: Isolation and lack of support can lead to decreased motivation and job satisfaction.  

CONSEQUENCE #3

Burnout: With limited cohesive dynamics and effective processes to help them manage stress effectively, burnout tends to take hold.

CONSEQUENCE #4

Increased Conflict: Poor communication and lack of trust can breed misunderstandings and disagreements. 

CONSEQUENCE #5

Quality Failures: The sub-par work leads to mistakes, duplication of efforts, and inconsistent service to stakeholders. 

CONSEQUENCE #6

Increased Barriers: Low-quality or inconsistent service thwarts organizational mission and exacerbates inequities.

It takes courage to stand alone, but greater courage to stand with others.

Helen Keller 

Transforming Pseudo Teams into Real Teams

If you're part of a pseudo team, don't despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here's Jonlieu's 7 P's framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Team sitting in circle

Build Trust and Psychological Safety

Create a safe and supportive environment where team members feel valued and respected.  

Transforming Pseudo Teams into Real Teams

If you're part of a pseudo team, don't despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here's Jonlieu's 7 P's framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Team members discussing stakeholder needs

Focus on People

Expand the team’s focus on who and what the team serves. Keep stakeholders front and center in all discussions and work. 

Transforming Pseudo Teams into Real Teams

If you're part of a pseudo team, don't despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here's Jonlieu's 7 P's framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Team discussing collective purpose

Define a Clear, Shared Purpose

Establish a shared purpose that inspires and motivates the team. One that’s grounded in stakeholder needs and a compelling vision of an alternate future. 

Transforming Pseudo Teams into Real Teams

If you're part of a pseudo team, don't despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here's Jonlieu's 7 P's framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Team working on priorities

Clarify Priorities

Work together to identify the team’s priorities, objectives, and how to measure progress towards outcomes. As author, Stephen R. Covey stated: “Most of us spend too much time on what is urgent and not enough time on what is important.”

Transforming Pseudo Teams into Real Teams

If you're part of a pseudo team, don't despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here's Jonlieu's 7 P's framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Team working on creative collaborative processes

Establish Collaborative Processes

Work together to create effective processes for facilitating meetings, planning, decision-making, and problem-solving. Be consistent in implementing these and create opportunities to refine and improve the way you work together. 

Transforming Pseudo Teams into Real Teams

If you're part of a pseudo team, don't despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here's Jonlieu's 7 P's framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Team establishing partnerships with stakeholders

Build Partnerships

Mine stakeholder strengths and engage them equal partners in the work of the organization and wider community.

Transforming Pseudo Teams into Real Teams

If you're part of a pseudo team, don't despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here's Jonlieu's 7 P's framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Team learning in the flow of work

Increase Team Proficiency

Embed learning opportunities in the flow of work for continuous improvement.

Conclusion

Ultimately, the journey from pseudo teams to real teams requires commitment, effort, and a willingness to grow and embrace change. Change from within and change from the outside-in. 

By implementing these strategies, you can transform a pseudo team into a real team that delivers exceptional results.  

Learn to build real teams through Systemic Team Leadership. Visit Jonlieu’s website to learn more about how we support leaders in nonprofits and education. 

Remember: True teamwork is not just about working together, it's about working together effectively for the benefit of the people we serve.